What a great question. Eighteen years of experience has led me to believe that culture Fit is 50% of a successful hiring/long term fit equation. So, I decided to learn more about the how to determine any aspect of a client's culture. I read all of the "scientific" explanations based on stats, I studied leaders and employees of clients. Little of that made sense to me.
What I continually learn (and relearn) is not to exclude an excellent skill set/experienced candidate for a position just because I am not understanding or feeling the vibe for culture fit. One example (there are many) is a "rebel" in a corporate environment? This may work out but only if company employees are given enough freedom to lead, develop business, create, produce, calculate, etc..
So, what is best to determine culture fit? Tell me your key words. It's that simple
creative, family oriented, suit and tie, jeans and tennis shoes, lunch at desk, large corner office, music lovers, dog lovers, open minded, high tech, long hours, free lunches, gym, world travelers, yankee fans, charger fans, hard noses, ambitious, new and upcoming, stable and been around for awhile, progressive, in an acquisition mode, chess players, beach lovers, theater lovers, management style,
The list is endless, but more key words, and I learn what leads to a better understanding of the company culture. That aspect understood, in turn leads to a match not only in experience but culture as well.
No comments:
Post a Comment